Sentences with phrase «needs of the employer rather»

It contains highlighting key points, needs of the employer rather than yours, and adhering to the sequence of a resume.

Not exact matches

Many actually find they prefer being «hired when needed» as it means they can offer their services to a variety of employers, rather than just one.

With the diverse range of employers in Oklahoma City, the need for business services is significant and growing, as many companies would rather work with an outside firm to fulfill their business services needs.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

Dr Heejung Chung, of the University's School of Social Policy, Sociology and Social Research, also found that where employers offer schedule control it is more likely to be because of performance or work intensity considerations, rather than as a needs - driven provision.

«The answer is to focus on timeless skills rather than cherry - picking based on predictions of employers» needs,» writes Adam Steiner (@steineredtech).

Rather than employers «scouring the world» to find staff, she said, employers would need to focus more on making better use of home - grown talent.

Seldon highlights the need for employers to thoroughly explore with an open mind other less discriminatory means of achieving its aims rather than merely seeking evidence to justify its preferred approach.

To that end, when employers are creating dress codes to meet business needs, they are recommended not to rely on stereotypes or sexist ideas of how men or women should look — rather, they are recommended to think about a range of clothing options.

Employers will need to scrutinise individual circumstances rather than taking the view that all locum, agency and bank staff will simply fall into the category of an intermediary under IR35.

I note that the nature of this inquiry increases the likelihood that individuals who are dismissed as a result of a change to their position (motivated, for example, by legitimate business needs rather than by concerns about performance) will be required to mitigate by returning to the same employer more often than those employees who are terminated for some other reason.

In fact, personal injury need not refer to a physical injury, but rather encompasses all types of harm a person could suffer as a result of negligence or intentional conduct by another person or entity, such as a corporation or employer.

First, she validates the management need to investigate wrongdoing rather than immediately confront a suspected wrongdoer: «if the suspected employees had been confronted with the Employer's suspicions in late April or May as the Union suggested, while that might have had an immediate, albeit temporary, deterrent effect, that would have prevented any real hope of discovering the true extent of the problem.»

Perhaps the issue is that the employee is not required to inform her employer that she has an addiction when asked — rather — the employee just has to provide evidence (presumably from her doctor or «treatment» provider) that she has a disability and what sort of workplace accommodations she needs to deal with that disability.

Recruiters and hiring managers don't like them because they focus on the needs of the job seeker rather than the needs of the potential employer.

It's very likely that employers will define this in terms of «competences»: the skills that are needed for working — rather than academic — life.

Previously, job seekers would list the type of job they were seeking, rather than thinking of the employer's needs.

Are apprenticeships rather than university degrees the magic bullet that will close Malaysia's skills gap, end youth unemployment and produce professionals who are equipped with the skills employers need in our world of work?

That time - honored partnership between employer and employee has given way to a new paradigm in which both sides of the labor divide pursue their own immediate interests rather than their long - term needs — and that has changed everything when it comes to using resume objective statements.

This way you will be able to copy the information rather than having to remember dates of employment and education, contact information for previous employers and other information your prospective employer will need to know.

Many applicants craft cover letters that are focused on themselves rather than the needs of the employer.

Rather than banging your head and sulking in thoughts that make you more depressed with each passing day, you need to draft your resume with a positive thought and keep in mind what the employer would expect to see in a resume of a modeling aspirant with no experience.

• Focusing on features of your candidacy rather than your benefits • Failing to reflect on the value you would bring to the company • Grammatical mistakes and typos • Failing to personalize • Ignoring the employer's specific needs associated with the position... Read More»

Guidelines • Customize your GIS Technician resume as per needs of the prospective employer • Divide your resume into different sections including summary, competencies, experiences, achievements and education • Focus on your relevant achievements rather than responsibilities • Adapt to the relevant terminology by getting ideas from the advertisement • Proofread your resume many times.

This is not a very good strategy since the resume will serve convenient to the job rather than fulfilling the need of the employer.

But the content of the resume isn't about what you want; rather, it's about what the employer needs!

While resumes were rather generic in the past, in the modern job market, employers expect to see resumes tailored to fit the needs of the specific position.

Some job seekers create a resume that is focused solely on themselves rather than the needs of the employer.

Remember that the ultimate purpose of a resume is not to land you the job but rather show prospective employers why they need to learn more about you.

Gather enough intel to speak to the needs of the employer or interviewer rather than guessing what is needed.

Do not narrow your sight only to the characteristics and competencies of the job contender, rather also keep an eye to the culture and needs of the employers.

Any discussion of salary demands or required benefits naturally turns that focus to your needs rather than the employer's.

• Very brief and highly relevant to the position • Smartly formatted, aided by bullets and tables • Achievement oriented rather than JD oriented • Customized for one specific job Tailored to suit the needs of a particular prospective employer • Summary based, focusing on the strengths of the candidate right at the beginning

➜ Employer Centered: Make sure your resume addresses the needs of the prospective employer rather than Employer Centered: Make sure your resume addresses the needs of the prospective employer rather than employer rather than your own

Your scope of responsibilities isn't a job description, but rather a snapshot of your major accountabilities, which helps to put your past roles in perspective for employers so they can easily see how your experience aligns with their hiring needs.

Many employers don't like resumes which have objectives because they have a tendency to describe the needs of the applicant rather than those of the company.